There are any number of personal reasons why an employee might quit their job. But often good people end up walking out the door for reasons in the workplace that could have been prevented with management foresight.
Here are 8 reasons for starters that, if managed properly, can save you losing your best staff and having to go through the recruitment process on a regular basis:
1. They don’t get along with the boss
Not getting along with their boss is a big reason why employees quit. Disharmony with a boss is hugely affecting to an employee as it’s a relationship that requires close contact on a daily basis. But with good communication, feedback and nurturing, this relationship can be turned around.
2. They’re bored and unchallenged
Great employees want to be engaged, motivated and challenged by what they do. If they’re not, then you risk losing them to someone who will provide this kind of work culture. Make employee engagement a top priority and work closely with staff that are acting disinterested.
3. They don’t get along with colleagues
Dissension in the ranks is a tricky one because people’s personalities don’t always gel and there will always be people a great employee doesn’t get along with. But you can help to manage this so they don’t feel their only option is to quit. Offer them a safe channel through which to voice their grievances and look at ways to improve collective morale.
4. They don’t have opportunities
If great employees aren’t able to use their skills and abilities on the job, they’ll find one where they can. Seeing a clear career path is important for continued growth, so offer them opportunities for career development or promotion. Find out what they want to do and what gives them a sense of accomplishment.
5. They don’t feel secure
Rumours of redundancies, restructures and pay cuts can make great employees feel less than secure about the future of a company. You can be sure they’ll be looking around for another job if they can’t see the big picture and their role in it. If you can, chat with them about the company’s overall strategy and what key contributions they can make to help reach those goals.
6. They feel micromanaged
If employees feel micromanaged then they’ll do the bare minimum to get their pay and not feel motivated to help the company in any way. Creating a culture of autonomy and empowerment fosters trust and productivity. Look at changing micromanaging tendencies such as: creating too many rules, checking on start and leaving times, focusing on details and not looking at the big picture.
7. They don’t like the work culture
Culture fit is a reason why an employee might start looking around for another position. Is this something your organisation makes a priority or does it leave little to be desired? Employees want to feel they’re cared about and respected and there are lots of ways to demonstrate this from compensation and perks, to providing events, activities and team building sessions.
8. They don’t feel recognised
While a lack of recognition by itself may not make a great employee quit, when coupled with other factors such as a micromanaging boss and unchallenging work, its right up there. Providing genuine appreciation and recognition is important to retain good staff members, because if you don’t they might just take their talent somewhere else.